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This pattern of behavior (and availability of technology), of course, has been further enhanced by the availability of social networking, which led us to the fourth phase shown above.  Today’s employee has access to formal training, overwhelming amounts of other information, and actual human beings online.  Adding this all together, the corporate learning landscape has undergone a dramatic change.  Now, when someone needs to “learn” something, we must consider the various ways they can gain these skills or information:  they can go to a class, they can take an online course, they can look up support information on the web, they can read a book, or they can find someone who knows what to do and get help.  And we, as L&D professionals, must “formalize” this informal learning environment and make sure we align our investments toward talent management and the needs to build deep levels of skill.

This shift has created tremendous challenges for the corporate training department.  Our research shows that 68% of knowledge workers now feel that their biggest learning problem is an “overwhelming volume of information.”   This information exists in many formats, it is often out of date, and they are not sure how to find what they need.  In some sense the need for “formal” training is greater than ever (you can make sure you get the right information presented in the right way).  Yet in fact, now corporate training professionals must grapple with a whole new set of issues:  how do I create a complete “learning environment” (not a learning program) which supports this new world of formal and informal learning?

And the shift has impacted our profession as well.  Our research members now tell us that the biggest help they need is not in developing new content, but rather building the organizational learning culture and understanding the new skills and disciplines they need to be effective.

As you can see, the framework is multi-faceted.   If you would like to walk through it in detail, I encourage you to read our in-depth whitepaper.  Briefly, the framework has six main areas:   Learning Programs (the solution-oriented training solutions you deliver), Audiences and Problems (a clear segmentation of your audiences and their specific needs), Learning Approaches (the four ways in which learning solutions are developed and delivered), Learning Disciplines (the things you as an L&D professional must now know to stay current in this area), Tools & Technology (the vast array of technology you can rely on to build and deliver these solutions),  and Learning Culture (the underlying business processes, management processes, and talent management programs which support enterprise learning).

Gudio 的主页上面题有：笨拙并以此为荣（Gawkyand proud of it）。他推崇开放和自由，喜欢印有YouNeed Python的文化衫和PYTHON的车牌，主张Computer Programming for Everybody，让Python为我们开心地工作。

开发小组成员利用邮件列表python-dev和新闻组comp.lang.python沟通交流，用SourceForge 完成代码管理、版本控制、特性跟踪、Bugs修复、提交补丁。

由Guido本人和Bruce Eckel主持的PyCon2004 是面向Python社区的开发者盛会。PyCon2004议题涉及Web开发、数学和科学计算、Pyrex、Zope、GUI、3D、面向对象、Twisted网络框架、分布式应用。

已经创建了一种叫Pyrex 的语言，它融合了Python 和 C。一旦用 C 编译器进行了编译，就可以将这些Pyrex语言模块导入常规的 Python 应用程序并使用。与直接用C编写扩展相比，Pyrex允许在同一代码中更无缝地混合C级别的变量和Python级别的变量对象。扩展模块Psyco还可以插入Python解释器的内部，让它运行得更快。

Python语言非常接近人类的自然语言。Python源程序被称作可执行的伪代码，具有极高的可读性。

Python是平台兼容，高度可移植的，可以运行在许多Unix 变体，Mac，MS-DOS，Windows，嵌入式等平台。Python 2.0增加了对Unicode支持。Python社区还为你提供了最佳的工具和商业应用的秘密武器。

Python已经集成在大多数Linux发行版中。RedHat使用Python制作安装程序Anaconda（蟒蛇）。Gentoo的emerge 和portage 使用Python构建完整的系统。所有运行Mac OS X的Apple计算机的基本安装都包括Python。HP和Compaq的很多机器使用Python进行服务管Zope应用服务器是Python构建复杂系统的最佳实例。Plone内容管理系统是Zope应用最广泛的产品。Zope和Plone方案成了O'Reilly Open Source Conference2004的明星。BitTorrent使得Python更加出名和流行。BT完美地应用了Python相关的多种解决方案：设计优雅、跨平台的语言和标准网络库的强力支持，wxPython跨平台的GUI，用py2exe绑定虚拟机并编译为可执行程序发布。RealNetworks的开源项目Helix 播放器（RealOne）用Python构建应用系统。